Employee Development Quiz

Which of the following is a definition of performance appraisal?

• The systematic process of evaluating job performance

• The systematic process of developing disciplinary policies related to evaluating job performance

• The systematic process of developing a job specification

• The systematic process of developing criteria for job performance

A tool that reviews past performance, emphasizing positive accomplishments as well as deficiencies, is a:

• management by objective.

• performance appraisal.

• job evaluation.

• job description.

Which of the following is NOT part of the performance appraisal process?

• Outlining criteria to team members

• Outlining disciplinary policies to team members

• Assessing team members’ performance relative to the criteria

• Communicating the results to the team member

Performance appraisal is the basis for which of the following?

• termination

• promotion

• encouraging performance improvement

• all of the above

A quality performance appraisal leads to which of the following?

• Disciplinary procedures

• Progressive discipline

• Determination of where performance improvement is required

• Increased individuality and decreased team cohesiveness

The appraisal criteria, methods, and documentation must be designed to ensure that they are:

• consistent with standing plans.

• unilaterally prepared.

• promoting the halo effect.

• job related.

The more opportunities a supervisor has to observe his or her employees' behavior at first hand:

• the more the central tendency can be upgraded.

• the fewer critical incidents can be observed.

• the more accurate the supervisor's appraisals are likely to be.

• the more the halo error can be maximized.

Behaviorally anchored rating scales specify:

• definite, observable, and measurable job behaviors.

• indefinite, observable, and measurable job behaviors.

• definite, unobservable, and measurable job behaviors.

• definite, observable, and immeasurable job behaviors.

A situation where the supervisor ranks employees extremely high may be subject to:

• graphic rating bias.

• leniency error.

• critical incidence.

• central tendency.

Supervisors can overcome hurdles to effective performance appraisal by instituting the following EXCEPT:

• combining absolute and relative standards.

• using multiple raters.

• creating central tendency.

• continually documenting employee performance.